Maimunah's ColumnMaimunah Aminuddin is a retired Professor from the Faculty of Business Management, University Teknologi MARA (UiTM) with vast experience in the areas of management and human resources. She is a fellow of the Malaysian Institute of Human Resource Management (MIHRM) with expertise in the areas of employment, labour and industrial relations laws. She has authored numerous publications in the aforesaid areas, such as the Essentials of Employment and Industrial Relations (2009) and Termination of Employment - Understanding the Process, which was revised in 2012 and is in its 2nd Edition. Her latest book, the Employment Law Manual for Practitioners, was published in October 2013.
Queries and comments may be sent to the columnist at email@example.com with the sender’s full name and e-mail address.
Guide to the Employment Act 1955All employers who employ people to work in Peninsular Malaysia must comply with the Employment Act 1955. This key piece of labour legislation applies mostly to workers earning not more than RM2,000 per month, but also, since the 2012 amendments, includes sections which apply to all employees. The topics in the Guide are offered in alphabetical order and are written in a manner that they can be understood by readers without legal training. Each topic is divided into sub-headings in the form of questions. All sections of the Act are included but with particular emphasis on Absence from Work, Annual Leave, Coverage of Scope of the Act, Foreign Employees, the Labour Court, Maternity Leave, Sexual Harassment and Wages. The relevant section in the Act is listed and examples of court judgements are provided. The Guide also provides a brief overview of the Labour Ordinances of Sabah and Sarawak and the Employment (Part-time Employees) Regulations 2010.
Guide to the Industrial Relations SystemThe Industrial Relations Act 1967 and the Trade Unions Act 1959, together create the boundaries for the industrial relations system. Employers, employees and trade unions throughout Malaysia are required to comply with these two Acts. The Guide provides topics in alphabetical order which explain and illustrate by case examples the requirements of the two Acts. All sections of the Acts are included, with emphasis on Collective Bargaining, Collective Agreements, Functions of the Department of Industrial Relations, Functions of the Department of Trade Unions, Penalties, Pickets, Recognition of a Trade Union, Role of the Minister of Human Resources, Strikes, Trade Disputes and Trade Unions. Each topic is divided into sub-topics for easy reading.
Practical HR ManagementPractical HR Management provides insight into topics such as hiring, firing, privacy, discrimination, sexual harassment and more. It features real scenarios and insightful commentary from leading industry experts and employment law practitioners. Discover techniques you can use to engage your employees in your workforce to drive results for both your organization and your employees. Find answers to your employee problems from practitioners who face the same labour and HR challenges you have every day.
MD TARMIZI MOHAMAD YUSOF v. CANON OPTO (MALAYSIA) SDN BHD
INDUSTRIAL COURT, KUALA LUMPUR
AWARD NO. 695 OF 2020 [CASE NO: 20(28)(21)/4-593/19]
1 JUNE 2020
ROSLAN MOHD TAHIR & YANG LAIN lwn. CITY FACILITIES MANAGEMENT SDN BHD
MAHKAMAH PERUSAHAAN, PERAK
DOMNIC SELVAM GNANAPRAGASAM
AWARD NO. 990 TAHUN 2020 [NO. KES: 10/4-1517/17]
(Digabungkan Dengan Kes No: 10/4-1518/17, 10/4-1519/17 Dan 10/4-1520/17, Melalui Award Interim No. 1609 Tahun 2017 Bertarikh
6 November 2017)
17 JULAI 2020
YOU BREAK THE LAW IF YOU HIDE MENTAL HEALTH PROBLEMS, WORKERS TOLD
Legal action can be taken against employees who conceal mental health issuesThe Malaysian Mental Health Association has advised workers with mental health problems to disclose their condition to their employers even if they risk being discriminated against. The organisation’s president, Dr Andrew Mohanraj, warned that employers could take legal action against them for concealing their ailment.STAFF MEETING TURNS UGLY AT MAXRAFT: WORKER CHASED OUT OF OFFICE BY BOSS WINS $50K
NEW ZEALANDEmploymentMore than NZ$50k awarded to worker wrongfully let goMore than $50,000 has been awarded to a Queenstown man for unfair dismissal after he was chased out of the building by a company director. Nigel Ede was wrongfully let go by insulation firm MAXRaft after a disagreement in a staff meeting turned ugly, David Beck of the New Zealand Employment Relations Authority found.
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